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Bill

S 4635

SAFE for Survivors Act of 2026

119th Congress Introduced by Tammy Baldwin and 9 co-sponsors

Establishes at least 40 workdays of safe leave per year (including 10 paid days) for survivors of violence to seek safety, services, and recovery while protecting employment rights

Introduced in Senate
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WeVote Research Nonpartisan
Bill Summary · S 4635

Overview

S.4635, the SAFE for Survivors Act of 2026, aims to promote the economic security and safety of survivors of domestic violence, dating violence, sexual assault, stalking, and related gender-based violence. It establishes new rights to safe leave, strengthens protections against discrimination, provides unemployment and insurance-related protections, reauthorizes a federal grant program, and expands remedies and enforcement mechanisms.

Main purpose and intent

  • Improve survivors’ economic security and ability to address qualifying acts of violence without jeopardizing employment.
  • Empower survivors to seek safety, access services, and pursue legal remedies while maintaining employment and benefits.
  • Create a comprehensive framework spanning leave, workplace accommodations, unemployment, insurance protections, and enforcement.

Key provisions and changes

  • Title I – Reauthorization of National Resource Center Grants

    • Reauthorizes and expands grant mechanisms under the Violence Against Women Act to support victim services organizations, coalitions, and related capacity-building.
    • Adds administrative cost limits for grant administration and program evaluations.

  • Title II – Safe Leave for Addressing Qualifying Acts of Violence

    • Entitlement to safe leave: Employers must provide at least 40 workdays of safe leave per 12 months, with at least 10 paid days; remaining leave can be unpaid unless the employee elects to use other paid leave.
    • Uses of safe leave include counseling, relocation, legal assistance, medical care, funeral arrangements, childcare, financial services, benefits access, and other steps to protect or restore well-being.
    • Procedures: Reasonable request process with duration disclosure; certifications allowed (e.g., sworn statements, professional attestations, police/court records) but privacy protections apply; certification must be limited to verification needs.
    • Confidentiality: Strict confidentiality of leave-related information and protections against disclosure; health information treated as confidential medical records.
    • Restoration and benefits: Returned employees must be restored to their prior position or an equivalent one; health benefits maintained during leave; no penalty to accrued benefits.
    • Enforcement and remedies: Prohibits retaliation or discrimination for using safe leave; provides a rebuttable presumption of retaliation if adverse action occurs within 12 months after taking leave.
    • Regulations and notices: Requires post-and-notice requirements informing employees of rights and filing options.

  • Title III – Survivors' Employment Sustainability

    • Establishes enforcement mechanisms across Title III provisions, empowering EEO-related pathways and federal/state remedies to address discriminatory practices against survivors.
    • Defines reasonable accommodations related to safety and violence recovery; prohibits discrimination for requesting accommodations; outlines interactive processes and documentation standards.

  • Title IV – Unemployment Compensation for Victims of a Qualifying Act of Violence

    • Extends unemployment compensation considerations to victims of qualifying acts of violence, aligning eligibility and benefits with safety-related needs.

  • Title V – Insurance Protections and Support for Victims

    • Subtitle A: Insurance protections
    • Prohibits certain discriminatory practices by insurers; establishes protocols for claims related to qualifying acts of violence; addresses life insurance considerations and prohibits inappropriate subrogation.
    • Subtitle B: Education and public health investments
    • Funds for education programs and public health infrastructure to support victims.

  • Title VI – Severability

Who is affected

  • Employees who are victims or have family members who are victims of qualifying acts of violence.
  • Employers across federal, state, and local jurisdictions (including public agencies and private employers).
  • Victim services organizations, labor organizations, and employers of survivors.
  • State agencies administering public assistance and unemployment programs.
  • Health insurers and life insurers (with new protections and protocols).

Procedural and timeline aspects

  • Introduced May 21, 2026; referred to the Senate Committee on Health, Education, Labor, and Pensions.
  • Provisions include effective timelines for leave accrual, usage, certification, and restoration; administrative rulemaking by the Secretary of Labor (with parallel authority for other federal bodies where applicable).
  • Regulatory framework would require employer postings and compliance measures; enforcement relies on civil actions in federal/state courts and actions by the Secretary of Labor.

Note: This summary reflects the bill text as introduced and outlines its substantive provisions and potential impacts.

Compiled from official sources — confirm details with the bill’s official record.

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